Employee training metrics are essential to any business. Metrics provide a measurement that can be used to show progress. How will you know if your training efforts are effective if you have no way to review performance?
Training metrics are data points that quantify and validate your program. This information helps you see what works and what doesn’t. It’s invaluable when making decisions or setting goals.
It’s important to determine which training metrics you should be watching. There are several common choices that can provide significant insight. The following list will help you get started.
Number of Successful Completions
Your LMS should count the number of successful completions of a course. This number will help determine if a course is effective as new training classes work through it.
If your completion rate is low, then there may be a problem with the material or how it is delivered. You should consider looking into new methods.
In some cases, too much information can be thrown at the learner at a time, lowering knowledge retention rates. This can lead to frustration that causes them to stop. If you think courses are overwhelming, consider trying a new approach like microlearning.
You should continue to track completions over time to make sure your training program is keeping up with the changing needs of your workforce.
Time Taken to Complete a Course
The amount of time needed to complete a course can speak to its complexity. Do learners need more time than you expected them to? Is it possible that there is a roadblock somewhere along the way that’s slowing them down? Could learning the interface be causing delays?
You should pay attention to this metric and compare it to feedback provided by learners. Many businesses include a feedback survey that lets trainees share their thoughts or frustrations with the program. When you notice that a class takes longer to complete, you may find some answers in the learner feedback.
Course Assessment Scores
Every company wants its employees to be top performers, starting with high assessment scores. However, keep in mind that making employees retake a test over and over until they get a higher number isn’t necessarily an indication of success.
See what the average score is and use that to determine if you are happy with the results. If averages are consistently low, then you may need to make changes to the training program.
This information is also important in nurturing individuals to become experts in their job roles. Employees who score below the average could be required to complete the course again to ensure that they have the skills and knowledge required by their positions.
Your course assessment scores are necessary to measure the quality of your training program as well as the ability and skill of your team.
Number of Test Attempts
Along with assessment scores, you should also monitor how many attempts were needed to complete a test. Workers who complete the test or quiz in one attempt prove that they understand the topic and are likely ready to move on to the next step.
However, if three or more attempts are needed, then this means something needs to be addressed. Trainers should intervene to figure out what is causing issues. An employee may need to go through the basics again or require additional assistance to understand the material.
If most of your training class requires three or more attempts, then there is likely an issue with the course and not the individual learner.
Performance Changes from Training
Training metrics don’t end when an employee is finished with a course. It should continue as they start their job role. You should monitor performance after training to see if the class had an impact on behavior and performance.
This is usually recommended 30 to 60 days after course completion. This gives the employee time to test their knowledge as new challenges and tasks are presented.
This also sheds light on other areas where the employee may be lacking. You may recommend other training modules to help them become a stronger member of the team.
Trainee Drop-off Points
Drop-off points describe the point where a trainee stops a course. Is there an area where many learners seem to consistently drop off? Then chances are there is an issue with the material. Something may need more clarification, information may need to be reduced, or a new method may need to be employed.
Trainee drop-off points can show you which parts of your training courses are effective, and which are losing the most learners.
Training Return on Investment (ROI)
Businesses want to make money. That means you need to know that your training program is providing you with profitable results. If it costs more than it makes, then it is not optimized and should be evaluated.
Training isn’t cheap. If you want experts on your team, then you’ll have to pay for it. However, your training program shouldn’t be a bottomless pit that swallows revenue. Track the return on investment to determine if things need to change.
This information will also help you decide if you should commit more funds to expand or improve your training program. One that’s performing well may benefit from an upgrade or could be increased to accommodate bigger training classes for a growing business.
Continue to monitor your training ROI to make sure that learners complete the program and become employees that deliver enough output to generate a profit.
eLearning is a great way to improve your training program and lower costs. Check out LMS.org to find learning management systems that meet your needs.
